The relationship between employees’ perceptions of their leaders’ attitudes and employee retention
- Authors: Mendes, Kaye Cindy
- Date: 2014-05-05
- Subjects: Leadership , Organizational behavior , Work - Psychological aspects , Employee retention
- Type: Thesis
- Identifier: uj:10924 , http://hdl.handle.net/10210/10498
- Description: M.Com. (Business Management) , The purpose of this quantitative study was to determine the relationship between employees’ perceptions of their leaders’ attitudes in terms of being caring, and employee retention in an insurance organisation in South Africa. The employee turnover rate in 2012 for this organisation was 24%. Non-managerial employees for the national insurance company were surveyed. The psychometric instrument used to measure the data was the Survey of Perceived Organisational Support (SPOS). Analysis of data revealed a significant difference between the employee’s perceptions of their leaders’ attitudes toward their subordinates, and employee retention. However, the age of the employees and the number of months employed by the organisation indicated a correlation. This will allow organisation leaders to be better equipped and more proactive rather than reactive in terms of employee retention actions and plans
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- Authors: Mendes, Kaye Cindy
- Date: 2014-05-05
- Subjects: Leadership , Organizational behavior , Work - Psychological aspects , Employee retention
- Type: Thesis
- Identifier: uj:10924 , http://hdl.handle.net/10210/10498
- Description: M.Com. (Business Management) , The purpose of this quantitative study was to determine the relationship between employees’ perceptions of their leaders’ attitudes in terms of being caring, and employee retention in an insurance organisation in South Africa. The employee turnover rate in 2012 for this organisation was 24%. Non-managerial employees for the national insurance company were surveyed. The psychometric instrument used to measure the data was the Survey of Perceived Organisational Support (SPOS). Analysis of data revealed a significant difference between the employee’s perceptions of their leaders’ attitudes toward their subordinates, and employee retention. However, the age of the employees and the number of months employed by the organisation indicated a correlation. This will allow organisation leaders to be better equipped and more proactive rather than reactive in terms of employee retention actions and plans
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The correction of skewness of a task performance measure
- Authors: Ewinyu, Ayado
- Date: 2013-07-18
- Subjects: Performance measurement - Statistical methods , Work - Psychological aspects , Identity (Psychology) , Performance - Psychological aspects
- Type: Thesis
- Identifier: uj:7636 , http://hdl.handle.net/10210/8506
- Description: M.Comm. (Industrial Psychology) , Orientation: In theory, work-based identities have been perceived to predict employee performance at work. The rationale behind this thinking is that individuals apply their identities as they work. Little research is available on the exact nature of the relationship between work-based identity and task performance. Research purpose: The aim of this study is to investigate the relationship between work-based identity and task performance before and after the correction of the negatively skewed task performance measure. Motivation of the study: This study will shed light on how to statistically correct negatively skewed task performance ratings. Currently, limited literature exists on how to correct this skewness with the aim of understanding the work-based identity task performance correlation. Research design: The study utilised a secondary data analysis (SDA) approach within the quantitative research paradigm. This study was performed on a cross-sectional survey (n = 2,429) of data which was collected from middle management level, and management levels that fell beneath this, in a large South African Information and Communication Technologies (ICT) sector company (N = 23,134). Scales used in the study were the Work-based Identity (WI-28) and Task Performance Scales. Results: The results confirm a relationship between work-based identity and task performance before and after the logarithmic transformation of the negatively skewed task performance ratings. The results also indicate that the relationship between workbased identity and task performance remains unchanged after the transformation. Practical/Managerial Implications: Employee behaviours impact general organisational outcomes. Managers should strive to design interventions that draw on employee strengths, such as work-based identity and skills that would lead to improved work experiences. Contribution/Value-Add: The study described in this article builds on the work-based identity literature by showing that this construct can be used to predict task performance. The study also provides evidence of how to statistically correct a negatively skewed task performance measure.
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- Authors: Ewinyu, Ayado
- Date: 2013-07-18
- Subjects: Performance measurement - Statistical methods , Work - Psychological aspects , Identity (Psychology) , Performance - Psychological aspects
- Type: Thesis
- Identifier: uj:7636 , http://hdl.handle.net/10210/8506
- Description: M.Comm. (Industrial Psychology) , Orientation: In theory, work-based identities have been perceived to predict employee performance at work. The rationale behind this thinking is that individuals apply their identities as they work. Little research is available on the exact nature of the relationship between work-based identity and task performance. Research purpose: The aim of this study is to investigate the relationship between work-based identity and task performance before and after the correction of the negatively skewed task performance measure. Motivation of the study: This study will shed light on how to statistically correct negatively skewed task performance ratings. Currently, limited literature exists on how to correct this skewness with the aim of understanding the work-based identity task performance correlation. Research design: The study utilised a secondary data analysis (SDA) approach within the quantitative research paradigm. This study was performed on a cross-sectional survey (n = 2,429) of data which was collected from middle management level, and management levels that fell beneath this, in a large South African Information and Communication Technologies (ICT) sector company (N = 23,134). Scales used in the study were the Work-based Identity (WI-28) and Task Performance Scales. Results: The results confirm a relationship between work-based identity and task performance before and after the logarithmic transformation of the negatively skewed task performance ratings. The results also indicate that the relationship between workbased identity and task performance remains unchanged after the transformation. Practical/Managerial Implications: Employee behaviours impact general organisational outcomes. Managers should strive to design interventions that draw on employee strengths, such as work-based identity and skills that would lead to improved work experiences. Contribution/Value-Add: The study described in this article builds on the work-based identity literature by showing that this construct can be used to predict task performance. The study also provides evidence of how to statistically correct a negatively skewed task performance measure.
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Generation-Y knowledge workers’ experience of work demands
- Authors: Plint, Katherine
- Date: 2016
- Subjects: Knowledge workers , Generation Y , Quality of work life , Work - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/373761 , http://hdl.handle.net/10210/214723 , uj:21317
- Description: Abstract: Work demands within the knowledge economy of the 21st century have changed as a result of numerous factors, including technology, globalisation and an information society. Coupled with the prominence of knowledge workers and generation-Y individuals, alterations in the characteristics of the workplace are evident. The implication for work demands on generation-Y knowledge workers is under researched, particularly with regard to their experiences on an individual, detailed and intricate level. An inductive, qualitative survey design was employed and semi-structured interviews were held with 10 participants to explore: How do generation-Y knowledge workers experience the demands of work? Thematic analysis was utilised within the data analysis process. A conceptual map was developed highlighting the subjectivity of experienced work demands and resulting implications for well-being. This was attributed to the mediatory construct psychological meaningfulness; where work was seen to fulfil a sense of meaning in the lives of generation-Y knowledge workers. Participants negotiated psychological meaningfulness, including purposeful contribution, personal values, growth and development, and personal excellence through the means of determining preferences. The extent to which alignment or dissonance was achieved led to positive or negative experiences of work demands respectively, and impacted well-being similarly. This demonstrated a personal or individualised rather than standardised perspective on the implications of work demands, as participants expressed varying and diverging experiences and effects on well-being. Three areas of strain on well-being were identified: Psychological, physical and psycho-social. It was concluded that generation-Y knowledge workers’ experience of work demands requires an interpretive and subjective understanding. However, the consuming nature of work as well as the extremity towards achieving psychological meaningfulness and the impact on the psycho-social well-being of the individual is questioned. , M.Com. (Industrial Psychology)
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- Authors: Plint, Katherine
- Date: 2016
- Subjects: Knowledge workers , Generation Y , Quality of work life , Work - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/373761 , http://hdl.handle.net/10210/214723 , uj:21317
- Description: Abstract: Work demands within the knowledge economy of the 21st century have changed as a result of numerous factors, including technology, globalisation and an information society. Coupled with the prominence of knowledge workers and generation-Y individuals, alterations in the characteristics of the workplace are evident. The implication for work demands on generation-Y knowledge workers is under researched, particularly with regard to their experiences on an individual, detailed and intricate level. An inductive, qualitative survey design was employed and semi-structured interviews were held with 10 participants to explore: How do generation-Y knowledge workers experience the demands of work? Thematic analysis was utilised within the data analysis process. A conceptual map was developed highlighting the subjectivity of experienced work demands and resulting implications for well-being. This was attributed to the mediatory construct psychological meaningfulness; where work was seen to fulfil a sense of meaning in the lives of generation-Y knowledge workers. Participants negotiated psychological meaningfulness, including purposeful contribution, personal values, growth and development, and personal excellence through the means of determining preferences. The extent to which alignment or dissonance was achieved led to positive or negative experiences of work demands respectively, and impacted well-being similarly. This demonstrated a personal or individualised rather than standardised perspective on the implications of work demands, as participants expressed varying and diverging experiences and effects on well-being. Three areas of strain on well-being were identified: Psychological, physical and psycho-social. It was concluded that generation-Y knowledge workers’ experience of work demands requires an interpretive and subjective understanding. However, the consuming nature of work as well as the extremity towards achieving psychological meaningfulness and the impact on the psycho-social well-being of the individual is questioned. , M.Com. (Industrial Psychology)
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The moderating effect of core self-evaluative traits on the relationship between job demands and burnout
- Monareng, Kgonnye Palesa Debrah
- Authors: Monareng, Kgonnye Palesa Debrah
- Date: 2018
- Subjects: Burn out (Psychology) , Job stress , Work - Psychological aspects , Vulnerability (Personality trait) , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295992 , uj:32242
- Description: M.Phil. (Industrial Psychology) , Abstract: Burnout, which is a response to interpersonal and emotional job stress, continues to receive much research due to the various negative impacts s it can have on organisations and employees. It is known that burnout occurs in work settings where there are many demands and few resources. However, individual difference variables cannot be ignored in the development of burnout. Drawing on the Job Demands-Resources model and positioning personality as a personal resource in the model this study set out to investigate if Core Self-Evaluative Traits moderate the challenge demand-burnout and hindrance demand-burnout relationship. The Maslach Burnout inventory, Core Self-Evaluation Scale, Quantitative Workload Inventory, and e Role Conflict and Ambiguity Scale were administered to 129 working adults. The results showed that challenge demands, hindrance demands, and Core Self-Evaluative Traits had a positive relationship with burnout. Core Self-Evaluative Traits did not moderate the challenge demand-burnout relationship but it did moderate the hindrance demand-burnout relationship. Specifically, the results indicated that participants who scored lower on Core Self-Evaluative Traits had a stronger positive relationship between hindrance demands and the cynicism dimension of burnout than participants who scored higher on Core Self-Evaluative Traits. Overall, the results indicate that a potential interaction effect exists between hindrance demands and burnout when Core Self-Evaluative Traits s are used as personal resources in the Job Demands-Resources model. Recommendations and implications for theory and practice are presented.
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- Authors: Monareng, Kgonnye Palesa Debrah
- Date: 2018
- Subjects: Burn out (Psychology) , Job stress , Work - Psychological aspects , Vulnerability (Personality trait) , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295992 , uj:32242
- Description: M.Phil. (Industrial Psychology) , Abstract: Burnout, which is a response to interpersonal and emotional job stress, continues to receive much research due to the various negative impacts s it can have on organisations and employees. It is known that burnout occurs in work settings where there are many demands and few resources. However, individual difference variables cannot be ignored in the development of burnout. Drawing on the Job Demands-Resources model and positioning personality as a personal resource in the model this study set out to investigate if Core Self-Evaluative Traits moderate the challenge demand-burnout and hindrance demand-burnout relationship. The Maslach Burnout inventory, Core Self-Evaluation Scale, Quantitative Workload Inventory, and e Role Conflict and Ambiguity Scale were administered to 129 working adults. The results showed that challenge demands, hindrance demands, and Core Self-Evaluative Traits had a positive relationship with burnout. Core Self-Evaluative Traits did not moderate the challenge demand-burnout relationship but it did moderate the hindrance demand-burnout relationship. Specifically, the results indicated that participants who scored lower on Core Self-Evaluative Traits had a stronger positive relationship between hindrance demands and the cynicism dimension of burnout than participants who scored higher on Core Self-Evaluative Traits. Overall, the results indicate that a potential interaction effect exists between hindrance demands and burnout when Core Self-Evaluative Traits s are used as personal resources in the Job Demands-Resources model. Recommendations and implications for theory and practice are presented.
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Die werkskuiwe in Suid-Afrika : 'n bedryfsielkundige studie
- Sieberhagen, George van der Merwe
- Authors: Sieberhagen, George van der Merwe
- Date: 2014-09-30
- Subjects: Work - Psychological aspects , Working class - South Africa
- Type: Thesis
- Identifier: uj:12436 , http://hdl.handle.net/10210/12223
- Description: D.Com. (Industrial Psychology) , Please refer to full text to view abstract
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- Authors: Sieberhagen, George van der Merwe
- Date: 2014-09-30
- Subjects: Work - Psychological aspects , Working class - South Africa
- Type: Thesis
- Identifier: uj:12436 , http://hdl.handle.net/10210/12223
- Description: D.Com. (Industrial Psychology) , Please refer to full text to view abstract
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The relationship between contemporary career attitudes, work engagement, and demographic factors
- Authors: Mjojeli, Bonisiwe
- Date: 2019
- Subjects: Work - Psychological aspects , Employees - Attitudes , Demography - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/403321 , uj:33792
- Description: Abstract : Work engagement refers to the state of positive functioning of employees in their work roles. Work engagement continues to be an organisational aspiration and concern as it results in positive organisational outcomes. The aim of the current study was to investigate the relationship between contemporary career attitudes, work engagement and demographic factors, where contemporary career attitudes comprised of protean career attitudes and boundaryless career attitudes. A quantitative, cross-sectional survey design was administered to a sample of South African employees in the Gauteng province (n=211). The following scales were employed: a biographical questionnaire; Utrecht Work Engagement Scale (9 item version) (UWES); the protean career attitude was measured through the two subscales: Self-directed career management (SDCM) and values driven (VD); the boundaryless career attitude was measured through the boundaryless mindset (BM) and mobility preference (MP). Correlational analysis was used to assess the relationship between contemporary career attitudes, work engagement and demographic factors. Independent-samples t-test were used to assess the significance of demographic factors on employees’ degree of contemporary career attitudes and levels of work engagement. In addition, standard regression was used to assess whether contemporary career attitudes and demographic factors significantly account for the variance in work engagement. The results indicated a positive relationship between protean career attitudes and work engagement while a negative correlation was found for boundaryless career attitudes and work engagement. In addition, no significant differences were found for gender on contemporary career attitudes and work engagement; significant differences were found for age with boundaryless career attitudes; significant differences were indicated for tenure and boundaryless career attitudes. General conclusions, limitations and recommendations for future research and practice are presented. , M.Com. (Industrial Psychology)
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- Authors: Mjojeli, Bonisiwe
- Date: 2019
- Subjects: Work - Psychological aspects , Employees - Attitudes , Demography - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/403321 , uj:33792
- Description: Abstract : Work engagement refers to the state of positive functioning of employees in their work roles. Work engagement continues to be an organisational aspiration and concern as it results in positive organisational outcomes. The aim of the current study was to investigate the relationship between contemporary career attitudes, work engagement and demographic factors, where contemporary career attitudes comprised of protean career attitudes and boundaryless career attitudes. A quantitative, cross-sectional survey design was administered to a sample of South African employees in the Gauteng province (n=211). The following scales were employed: a biographical questionnaire; Utrecht Work Engagement Scale (9 item version) (UWES); the protean career attitude was measured through the two subscales: Self-directed career management (SDCM) and values driven (VD); the boundaryless career attitude was measured through the boundaryless mindset (BM) and mobility preference (MP). Correlational analysis was used to assess the relationship between contemporary career attitudes, work engagement and demographic factors. Independent-samples t-test were used to assess the significance of demographic factors on employees’ degree of contemporary career attitudes and levels of work engagement. In addition, standard regression was used to assess whether contemporary career attitudes and demographic factors significantly account for the variance in work engagement. The results indicated a positive relationship between protean career attitudes and work engagement while a negative correlation was found for boundaryless career attitudes and work engagement. In addition, no significant differences were found for gender on contemporary career attitudes and work engagement; significant differences were found for age with boundaryless career attitudes; significant differences were indicated for tenure and boundaryless career attitudes. General conclusions, limitations and recommendations for future research and practice are presented. , M.Com. (Industrial Psychology)
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Dysfunctional psychological aspects of working in a fast food industry
- Ukandu, Nnenna E., Ukpere, Wilfred I., Ukpere, Wilred I.
- Authors: Ukandu, Nnenna E. , Ukpere, Wilfred I. , Ukpere, Wilred I.
- Date: 2012
- Subjects: Employees - Mental health , Work - Psychological aspects , Fast food industry
- Type: Article
- Identifier: uj:5904 , ISSN 1993-8233 , http://hdl.handle.net/10210/8023
- Description: The management within fast food industry has the ability to make their employees’ jobs equal, either enjoyable and rewarding or miserable and boring. Employees are the striking force of an organization, and without them, the organization cannot not function. Therefore, giving employees some forms of autonomy and offering them challenging work can enhance their levels of motivation and satisfaction. Conversely, workers can portray a good mood, emotion and morale if there is positive feedback, good communication and supervision. A case study approach was employed, since the study covered only the fast food industry. Semi-structured interview was utilised to obtain information from senior and store managers, while closed-ended questionnaires were distributed to the rest of the staff members. This research focused on fast food workers that have at least six (6) months of experience to enable the researcher to obtain a valid result. This paper offers managements at fast food outlets in Cape Town insight into how to deal with the psychological problems that (their) employees face, and to prevent potential dangers that these problems are associated with in terms of workers.
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- Authors: Ukandu, Nnenna E. , Ukpere, Wilfred I. , Ukpere, Wilred I.
- Date: 2012
- Subjects: Employees - Mental health , Work - Psychological aspects , Fast food industry
- Type: Article
- Identifier: uj:5904 , ISSN 1993-8233 , http://hdl.handle.net/10210/8023
- Description: The management within fast food industry has the ability to make their employees’ jobs equal, either enjoyable and rewarding or miserable and boring. Employees are the striking force of an organization, and without them, the organization cannot not function. Therefore, giving employees some forms of autonomy and offering them challenging work can enhance their levels of motivation and satisfaction. Conversely, workers can portray a good mood, emotion and morale if there is positive feedback, good communication and supervision. A case study approach was employed, since the study covered only the fast food industry. Semi-structured interview was utilised to obtain information from senior and store managers, while closed-ended questionnaires were distributed to the rest of the staff members. This research focused on fast food workers that have at least six (6) months of experience to enable the researcher to obtain a valid result. This paper offers managements at fast food outlets in Cape Town insight into how to deal with the psychological problems that (their) employees face, and to prevent potential dangers that these problems are associated with in terms of workers.
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